Grievance handling and access to remedy

Workers’ rights stem from laws, contracts, collective agreements, workplace rules, and established practices. A grievance arises when workers believe these rights are not respected. A grievance mechanism is a process established at the company or sector level that allows workers to file complaints about violations of their rights and seek a resolution. Workers’ interests—such as requests for higher pay or new equipment—do not constitute violations of rights and therefore are not considered grievances. Effective grievance handling is important for dispute prevention. It supports risk identification, mitigation, and remediation. A remedy is the means by which a right is enforced, a wrong is redressed, or a harm is compensated. It is the solution or relief granted by a court, tribunal, or through alternative dispute resolution (ADR). Remedies may be wide-ranging, leading to a variety of outcomes.

Grievance mechanisms and the right to an effective remedy are mandated by international labour standards, international and regional human rights law, and instruments related to responsible business conduct. They are essential components of access to labour justice and of effective labour dispute prevention and resolution systems.

The conclusions of the Tripartite Technical Meeting on Access to Labour Justice for All (2025) recall the linkages between state-based and non-state-based dispute resolution mechanisms; and the importance of taking appropriate steps to ensure access to effective remedy for workers whose rights have been infringed in business operations, and support effective grievance procedures in line with the MNE Declaration (ILO Strategy on decent work in supply chains, Output 9).

Main relevant international labour standards

The Examination of Grievances Recommendation, 1967 (No.130) outlines key principles, notably: workers should submit grievances without prejudice, and procedures must be accessible, rapid, and allow representation for both parties. Workers should not suffer loss of earnings for participating. Several other standards, including the Violence and Harassment Convention, 2019 (No.190) and Recommendation No. 206, stress the need for safe, fair, and effective reporting mechanisms and access to appropriate and effective remedies.

The Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (MNE Declaration) and the UN Guiding Principles on Business and Human Rights (UNGPs) also emphasize the roles of enterprises and States in ensuring access to remedy and addressing grievances.

• Examination of Grievances Recommendation, 1967 (No. 130)
• Violence and Harassment Convention, 2019 (No. 190)
• Violence and Harassment Recommendation, 2019 (No. 206)
• Compilation of international labour standards provisions on grievance handling and access to remedy (upcoming)